Speed dating interviews

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The goal of speed interviews is to save everyone's time, and to interview as many people as possible, as quickly as possible. The final round of interviews is the post-offer round. The capture and analysis of all that data takes place in seconds. A structured way of running business networking events with the goal of making meeting potential business contacts easier and more productive.

No hiring manager will choose an applicant who demonstrates only weakness. Gagnez du temps dans vos recrutements et rassemblez un maximum de CV correspondant à vos besoins du prime et à venir. A 2006 study in showed that 45% of the women participants in a speed-dating event and 22% of the men had come to a decision within the first 30 seconds. For my class of 24 students, I try to find six alumni to conduct in-person jesus. This means that the number of candidates will steadily grow, putting more pressure on recruiters to hire the right candidates faster. Vorstellungsgespräch absolviert im Januar 2010 bei K1 Speed Carlsbad, CA Vereinigte Staaten von Amerika.

For example, if the job pays well, but there is minimal work-life balance, can you live with that? It was easy and laid back. This is the most relevant example, because accepting a job with an employer is a lot like accepting a spouse in a marriage. Vorstellungsgespräch absolviert im Mai 2014 bei K1 Speed Miami, FL Vereinigte Staaten von Amerika.

What Do Speed Dating and Job Interviews Have in Common? More Than You’d Think - It is the act of taking an activity and breaking it down into micro segments, which then get coded and analyzed for trends. Individuals looking for a date sit at separated tables and do a five-minute interview with their first potential date.

Traditional interviews continue even though no one enjoys them! There is little argument that traditional interviews are time-consuming for all parties involved, often repetitive, and highly subjective. Fortunately, recruiters looking to embrace a radical new approach and save countless hours of needless work not to mention misery and frustration can follow the lead of singles looking for love. Brave corporate pioneers include such firms as IBM, Abbott Labs, PNC Financial, Travelodge, Texas Instruments, the Salt River Project, and RBC. The companies use this process for experienced candidates and for college hires. Thin Slicing: The Power of Thinking Without Thinking HR traditionalists are probably wondering how anyone could gather enough information in a short burst of interaction to make a decision as complicated as whom to hire. After all, there are so many parameters to consider. However, if you pay any attention to the New York Times bestseller list, you might have heard about a book entitled Blink written by Malcolm Gladwell. It is the act of taking an activity and breaking it down into micro segments, which then get coded and analyzed for trends. Your mind then analyzes to help you make a decision about your next course of action. The capture and analysis of all that data takes place in seconds. Every activity can be thin sliced. While Gladwell introduces several examples of thin slicing, one of the most relevant to us in recruiting has to do with analyzing married couples to determine the health of their relationship. This is the most relevant example, because accepting a job with an employer is a lot like accepting a spouse in a marriage. In presenting the research of psychologist John Gottman, Gladwell explains how thin slicing videotaped interaction between two married individuals allows Gottman and those trained by him to predict with 95% accuracy how likely the marriage is to last. The enumerated emotions were then summed and added to additional biofeedback data producing a ratio of positive to negative. After years of study, he discovered that the observation period could be cut to 15 minutes with a negligible impact on predictive accuracy and to three minutes if an 80% accuracy rating is tolerable. Today, Gottman only looks for four signs: defensiveness, stonewalling, criticism, and contempt, the last being the most telling sign of failure. Thin slicing works because the subconscious mind is very methodical and rational. In reality, it functions like a finely tuned computer program. The conscious mind, on the other hand, is not as methodical, rational, or unbiased. As a result, decisions influenced by the subconscious, something that often occurs when time does not exist to evaluate things further, tend to be much more accurate and fact-based. Speed Dating Concepts Speed dating is a relatively modern process that is used to help singles rapidly screen a large number of potential dates. The process has been used successfully by dating services, senior citizen groups, and even churches. The concept is simple and relatively straightforward. Individuals looking for a date sit at separated tables and do a five-minute interview with their first potential date. The concept is popular because it allows you to meet and then quickly determine whether an individual fits your selection criteria and is worth the time and the risk involved in an actual one-on-one date. Speed dating advantages include low risks, a brief time commitment for each assessment, and an opportunity to meet and assess a large number of candidates all at once. Speed dating groups routinely report high satisfaction rates, as well as relatively high dating success rates, in spite of the relatively short initial assessment time. If there is only one hiring manager, each candidate rotates through for a single timed interview. Another option is to have several interviewers present and each candidate rotates through each in order to get multiple assessments of the same candidate for a single job. Another alternative is having multiple managers from different departments present each potential candidate rotates among the interviewing managers , so that the candidates have the opportunity to get exposure to the diverse job opportunities throughout the firm similar to a corporate job fair. Time the interviews so each is the same length, make all assessments on a scoring sheet, and set a time limit between five and 15 minutes. You may be skeptical, but consider that the traditional interview format you currently use also has dozens of inherent weaknesses. Stretching out the interview process makes accurate comparisons between candidates who managers have met over a several-week period extremely difficult. Speed interviewing provides a significant advantage here because you see all of the candidates within a couple of hours. Using speed dating, you get a quick look at almost everyone who is interested. Most managers dislike traditional interviews and many show their dislike by putting them off for weeks. In contrast, companies frequently report that managers who have participated in speed interviewing have high satisfaction rates. Like it or not, many managers dislike the rigid structure and rules associated with behavioral interviews. In contrast, they actually enjoy using their intuition, first impressions, and the opportunities to make snap judgments. In addition, a side benefit to speed interviewing is that candidates may see this rapid decision-making process is an indication that the company itself excels at making timely decisions a characteristic that innovators and top performers admire. Traditional behavioral interviews focus on assessing experience and verbal clues. However, because of time constraints, speed interviews almost force the interviewer to focus on a different set of factors including first impressions, body language, and emotional cues. If you buy into the research on rapid decision-making, the speed interviewing process is the way to go. You can then assess the accuracy of each by comparing the on-the-job performance and retention rates between the two methods. A byproduct to speed interviewing is that you may get more genuine and off-the-cuff responses. C andidates are generally less apprehensive and nervous, and the interviewer might get a more accurate assessment of candidates who under-perform because of their anxiety. This is often the case in call centers or retail service. Potential Problems There are problems associated with any form of interviewing but especially with speed interviewing. The first is the possibility that snap subconscious judgments will lead to discrimination. Third, the noisy interview room can make it hard for interviewers to hear and focus on their current candidate. Finally, many managers and those in HR firmly believe that the most accurate assessments are made slowly. I suggest you try it and compare the results to your traditional interviewing process. You might just find that the ROI is higher than you initially thought possible. Peter Drucker once said that companies get it wrong 2:3 times. With a failure rate like that, tossing a coin would be a more effective measure! Be bold, try new things, and rely on the data. John Sullivan, professor, author, corporate speaker, and advisor, is an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high-business-impact talent management solutions. He has written over a dozen white papers, conducted over 50 webinars, dozens of workshops, and he has been featured in over 35 videos. His ideas have appeared in every major business source including the Wall Street Journal, Fortune, BusinessWeek, Fast Company, CFO, Inc. In addition, he writes for the WSJ Experts column. He has been interviewed on CNN and the CBS and ABC nightly news, NPR, as well many local TV and radio outlets. He served as the Chief Talent Officer of Agilent Technologies, the HP spinoff with 43,000 employees, and he was the CEO of the Business Development Center, a minority business consulting firm in Bakersfield, California. He is currently a Professor of Management at San Francisco State 1982 — present. His articles can be found all over the Internet and on his popular website www. He lives in Pacifica, California. Our search consultants may speak with fifty prospective candidates in a day and in less than five minutes, make a very quick assessment of whether we are even interested in reviewing their resumes. Listening, and listening with the third ear, can provide volumes of information. Sociability, confidence, teaming skills, creativity, flexibility, ethics, all emerge in moments, sometimes prior to our even posing a question. Discrimination based on age or color are a non-issue on the phone. By the time we get on a plane to visit with the candidate we have a good idea of executive presence and are rarely disappointed when we come to look them in the eye. Indeed, speed interviewing works! Good judgement and gut instincts are the first things any recruiter needs in their tool box. Keep the articles coming. More errors are made in the first 15-20 minutes of an interview than any other time — and speed interivewing like speed dating is a waste of time. Remember the Vienna Philharmonic black curtain auditions as one bit of proof. The short interivew is the primary cause of turnover and low job satisfaction. Talk to RedBull, ChuckieCheese, In-N-Out Burger and YMCA for proof. Spreading propoganda as proof is ill-advised.